Description on how implementing motivational processes of changes in 4 steps. Handling motivators as forces and avoid them become counter forces.

1. In 4 steps:
How to create motivational
processes of change

2. Scandinavian Performance Development AB
www.spd.guru
Introduction
Whether changes will be met with positive energy or resistance
depends largely on how those involved feel that the current
situation, the process of change and the new upcoming situation
fit their strongest motivators.
When we work with motivation in change, we work on the basis
of the individual. Motivation is an individual experience. The aim
is to develop and retain employees who are motivated to use their
potential to the fullest.
Lars Vonheim
Founder, Scandinavian Performance Development

3. Scandinavian Performance Development AB
www.spd.guru
Summary: Motivational changes in 4 steps
1. Identify the participants’ main motivation sources – their "hot spots"
2. In conversations take account of how the individuals feel that their "hot spots" are stimulated today:
• What will reduce motivation if it is lost or less catered during or after the process?
• What can increase motivation if added or improved during and after the process?
3. Workshops: What opportunities do exist to develop and adapt leadership and working environment
to increase the individual's motivation and energy to work?
4. Prioritize and create activity plans in three perspectives:
• Individually motivational leadership
• Common activities
• Activities to develop managers' ability to lead and motivate the individuals.

4. Motivation & Changes:
Step by Step

5. Scandinavian Performance Development AB
www.spd.guru
Step 1: Identifying ”hot spots”
In an efficient but scientific way we identify the
importance of various factors for the individual's
commitment and motivation to the work:
Using TalentQ DRIVES online tool we find answers to
the questions:
• Which are the individual "hot spots"?
That is, the main motivation factors that needs
to be stimulated for the person to feel motivated?
• What specific leadership and employment that
best stimulates the individual's motivation?
The TalentQ “DRIVES wheel” shows the strengths of each
motivator to a person. Knowing these we can also advice
you how to lead and motivate a person – and what to avoid.

6. Scandinavian Performance Development AB
www.spd.guru
Step 2. ”HOT SPOTS”: Experience and future expectations
We take into account how they experience motivation and
commitment now and what potential they see in
a future situation:
• What are they afraid of losing? What are the "hot spots"
that are stimulated today and that will reduce the
commitment and energy if lost or reduced?
• What could be better? What are the "hot spots" that are
not stimulated fully today and which may increase the
commitment and energy if stimulated in future situation.
CONNECTION ESTEEM PERSONAL CHALLENGE
Positive impact Authority Security Achieving
Service Acquisition Autonomy Learning
Affiliation Recognition
Social
stimulation
Pioneering
Supporting
Professio-
nalism
Wellbeing
Personal
Growth
In their research TalentQ has identified 16 motivators influencing
motivation at work

7. Scandinavian Performance Development AB
www.spd.guru
Step 3: Summarize & Identify potential
We summarize and report from step 1 and 2
We run workshops to identify the potential to
develop and adapt leadership and future working
environment to meet employees' motivators.
By doing step 1 first, talks in step 2 becomes more
effective and targeted regarding the individual's
commitment and energy to work. Subordinates get
more qualitative answers to bring forward in the
process.

8. Scandinavian Performance Development AB
www.spd.guru
Step 4: Create activity plans for three perspectives
To achieve a motivating change process and end
result we create specific activity plans for three
perspectives:
• Leadership aimed at the individual employee
motivation and engagement
• Joint activities and adaptation of working
environment
• Leadership Development to operate motivational
leadership

9. Lars Vonheim
Owner/Performance Developer
Scandinavian Performance Development AB
lars@spd.guru
www.spd.guru